Business - Who Are You Hiring - Exactly?
| Title : "Who Are You Hiring, Exactly?".Business,Career As a background checking service we become alarmed when we start to see a disproportionate amount of miscreants in one form or another who suddenly show up on our radar screen. Normally, in the course of months, we may see few if any job candidates who also are listed on the sexual offender’s registry. Lately, there are quite a bit more. We don’t know why exactly that this is the case. Perhaps some of our clients who staff in large numbers have reached in certain regions the bottom of the barrel. Maybe sex criminals of one sort or another have been forced out of one place to take up roots in another, which means starting over and finding work. One thing we do know is that it pays to take note of such changes and to make our clients aware that these employment candidates are on the sexual offenders’ registry. Sexual offenders may appear to be decent enough people, except for a few glitches in their personalities. Their psychological makeup may not be as sound as we prefer, and they are, after all, a perennial danger to our children as well as women who are terrorized, beaten and raped by these criminals. While most of us are stymied by their behavior, there a well intended souls who if they are not able to rationalize these acts, then they can apologize or attribute it to their own child abuse and a bad social environment. Perhaps that is true. In fact, statistics show that sexual reprobates are products of abusive childhoods. We are also told that most can’t help themselves, and most will be repeated offenders. But our concerns is not sociological concerns. Or concern boils down to a simple question. Do you want to employ sexual offenders? Do you want them in your work place? Some businesses may be willing to trade the stigma and the danger for a competent being who will probably be grateful for the job and work at lower wages. Most will not. But then are they running sufficient background checks to determine if someone is indeed listed as a sexual offender? Sadly, they are probably not. Hiring sexual offenders will more than likely prove upsetting to most of your work force. It can hurt your morale, and it can even give customers and clients pause in buying your goods or enlisting your services. Perhaps it shouldn’t be that way. But it is. Women especially will often be discomfited knowing that someone who has taken advantage of either children or other women is now working with them in the same business. This should only stand to reason, considering how most people react when they learn a sexual offender has moved into their neighborhood. These of course are the predictable scenarios if the sexual offender is benign and does not cause trouble within in the work place. In more severe cases, where the sex offender behaves more in accordance with his proclivities then your business faces prospects of liability and litigation. Sexual offenses in the work place make headlines, and headlines of this sort do not bode well for any business. So what to do? Run a background check on all your employment candidates. This way each is being treated fairly and your business is compliant with the (FCRA) Fair Credit Reporting Act. There are database criminal background checks that include the sexual offender’s registry. This way, in addition to discovering that your candidate is on the sexual offender’s registry, you can also review what crimes he committed. Maybe this will help you determine whether to hire such a candidate. Maybe not. But by running the criminal background search that includes the sexual offender’s registry you will obtain comprehensive information that will help you to best determine potential liability. This is but one more example where an ounce of prevention is worth the pound of cure. |
